Health Management Associates, Inc. Summary of Fiscal Year 2005 Executive Officer Compensation

Exhibit 10.2

Health Management Associates, Inc.

Summary of Fiscal Year 2005 Executive Officer Compensation

Base Salary

The following table sets forth the current base salary of Health Management Associates, Inc.’s (the “Company’s”) President and Chief Executive Officer and the next four most highly compensated executive officers of the Company (together, the “Named Executive Officers”), as well as the annual compensation paid to the Company’s non-employed Chairman of the Board of Directors:

Incentive Plans and Arrangements

1996 Executive Incentive Compensation Plan (the “EICP”).

The EICP is a comprehensive executive compensation plan in which the Named Executive Officers, among others, may participate. Awards to Named Executive Officers under the EICP consist of contingent incentive cash bonuses, stock options and contingent stock awards, each of which is discussed in greater detail below. The EICP, including all material amendments, is included with the Company’s Annual Report on Form 10-K for the year ended September 30, 2004 as Exhibits 10.17, 10.18, 10.20 and 10.21.

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Contingent Incentive Cash Bonuses. Each Named Executive Officer is eligible to receive a contingent incentive cash bonus under the EICP. Under the current EICP incentive compensation program, a cash bonus (calculated as a percentage of base salary) may be paid to participants for each year in which the Company achieves, based on audited fiscal year end results, at least 75% of its profit plan. Each of the Named Executive Officers in this incentive compensation program is in one of two target bonus categories (i.e., 125% of base salary for the Company’s President and Chief Executive Officer and 100% of base salary for all other Named Executive Officers). The Named Executive Officers who participate in this incentive compensation program are selected and assigned to target bonus categories by the Compensation Committee of the Board of Directors.

For the fiscal year ending September 30, 2005, each Named Executive Officer is eligible to receive 75% of his target cash bonus if the Company achieves its pre-tax profit plan. If the Company exceeds its pre-tax profit plan, each Named Executive Officer becomes eligible to receive additional cash bonus amounts (up to a maximum of 108.33% of his target cash bonus). The contingent incentive cash bonus for the Company’s President and Chief Executive Officer is also based on non-financial related criteria such as the quality of health care services provided, management efficiency, accreditation, nursing recruitment and retention and leadership.

Stock Options. Each Named Executive Officer is eligible to receive stock options under the EICP to purchase shares of the Company’s common stock. The form of Stock Option Agreement is included with the Company’s Annual Report on Form 10-K for the year ended September 30, 2004 as Exhibit 10.36.

Contingent Stock Awards. Each Named Executive Officer is eligible to receive contingent stock awards under the EICP in the form of shares of the Company’s common stock. Historically, the amounts of the Named Executive Officers’ contingent stock awards have been equal in value to the corresponding contingent incentive cash bonuses under the EICP. The form of Contingent Stock Incentive Award is included with the Company’s Annual Report on Form 10-K for the year ended September 30, 2004 as Exhibit 10.37.

Supplemental Executive Retirement Plan (the “Supplemental Plan”).

Each Named Executive Officer is eligible to participate in the Supplemental Plan. The Supplemental Plan is a deferred compensation plan not intended to be tax-qualified. Each participant in the Supplemental Plan is entitled to receive a fixed monthly benefit, commencing on his normal retirement date, for the longer of 120 months or life. The monthly benefit may vary for each participant and may be increased periodically by the Board of Directors. Mr. Schoen also participates in the Supplemental Plan and is presently receiving an annual payment under such plan of $1,000,000. To qualify for benefits under the Supplemental Plan, a participant must continue as an employee of the Company until age 62 and must be an employee for at least five years after commencing participation. Generally, no benefit is paid if employment is terminated before a participant reaches his normal retirement date, regardless of the reason for termination. However, benefits are payable if a participant’s employment is terminated by the Company following a change of ownership of the Company (as defined in the Supplemental Plan). The Supplemental Plan, including all material amendments, is included with the Company’s Annual Report on Form 10-K for the year ended September 30, 2004 as Exhibits 10.3, 10.4, 10.19 and 10.25.

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Retirement Savings Plan, Broad Based Plans and Other Benefits.

Each Named Executive Officer may also participate in the Company’s Retirement Savings Plan, which is a 401(k) plan that includes employer and employee contributions, as well as other benefit programs generally available to employees, such as disability and life insurance programs. Additionally, certain Named Executive Officers and the Company’s non-employed Chairman of the Board of Directors receive other benefits, which include items such as (i) Company-paid family health and dental insurance premiums and related expenses, (ii) use of the Company’s aircraft and (iii) automobile expenses, club dues and tax preparation fees paid by the Company.

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Responsibilities of Non-Employed Chairman of the Board of Directors

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